<p>PA INDUSTRY PARTNERSHIP ANNUAL REPORT 2014-15 </p><p>OVERVIEW</p><p>Pennsylvania’s Workforce Development system is increasingly focused on meeting the skills needs of businesses, the career goals of workers and the economic development goals of the commonwealth. To help improve the effectiveness of Industry Partnerships and ensure that project goals are being met, the Department of Labor & Industry requires each partnership to complete an electronic annual report. It is critical that ALL sections of this document be fully complete upon submission. </p><p>It is important to note that the answers to the questions posed in this report must be a result of the collaborative effort between the individual responsible for submitting this report and the employers and other members within the IP. The commonwealth is interested in obtaining the collective knowledge of the IP and not just the observations of a single individual. To help insure this happens, after gathering the information from the IP members, a copy of this completed report must be provided to all members of the IP.</p><p>The goals of this annual report include:</p><p> Capturing the significant accomplishments and outcomes of the IPs;  Communicating accomplishments and outcomes to show the full range of activities that IPs undertake to improve outcomes for employers, workers, and the commonwealth,  Identifying exemplary IP approaches and practices that other IPs might replicate and that help demonstrate to legislators and others the value and impact of IPs,  Helping IP coordinators and members gain insight into the progress their partnership is making over time,  Compiling a set of performance outcomes that can be shared statewide and nationally.</p><p>1 Additional information may also be collected through follow-up interviews and to develop case studies.</p><p>2 INSTRUCTIONS</p><p>Each project that received Industry Partnership and/or Industry Partnership Training Funds in the 2014-2015 fiscal year is required to complete this report. The responses provided in this report should represent the activities and/or results that were achieved between October 1, 2014 and June 30, 2015. Do not include activities or results accomplished outside of this fiscal year. Doing so will cause skewed data and will result in the compilation of data that does not represent Industry Partnership activities and accomplishments for fiscal year 2014-2015. </p><p>Please complete each section in its entirety by inserting all information directly into this document. You can present the information in a narrative form or simply by bullet points. Whichever way you select to present the information, be sure that the information is concise and understandable to the reader. </p><p>2014-2015 Industry Partnership Annual Report 1 Once the report is complete, please save it as a Word document. Please save the file with the initials of your targeted industry cluster/sub-cluster and your LWIB name. Examples: AM_Berks.doc; ENGY_Luzerne.doc</p><p>When fully complete, please email your document to the Industry Partnerships resource account at [email protected]. This report is due by close of business Friday, July 24th, 2015.</p><p>3 CONTACT INFORMATION</p><p>Grant title (as submitted on the Local Workforce Investment Board (fiscal project proposal): Lehigh Valley agent): Healthcare IP Lehigh Valley</p><p>Grant number: Targeted Industry Cluster: Health Care 070-14-623-1 Sub-cluster: </p><p>Name and contact information of person to be contacted on matters involving this report:</p><p>First Name: Gina Last Name: Kormanik</p><p>Title: Director of Business Development Telephone Number: 610-841-1006 Email: [email protected]</p><p>PARTNERSHIP INFORMATION</p><p>A. Number of years this partnership has been in existence: </p><p>B. Funding allocation in PY14-15: IPWT: 74,242.50 5% Allowable Admin: 3,907.50 Total allocation of: 78,150</p><p>C. Funding expended in PY14-15: IP: $78,150 IPWT: [LVWIB allocated all available grant funds to training.]</p><p>D. Unexpended funds as of June 30, 2015 (must equal “B” minus “C”) :</p><p>IP: $0 IPWT: $0</p><p>E. Employer Cash Match Percentage Required by IP: 25%</p><p>F. Employer Cash Contributions: $66,221</p><p>G. Employer In-Kind Contributions: $212,547</p><p>H. Current Balance in Sustainability Fund (by sustainability fund we mean a separate financial reserve that can be put toward the administrative, operational, and training activities of the Industry Partnership in the case that there is a temporary or permanent cut off in state support): N/A – Sustainability fund has not been established.</p><p>I. Number of employers in partnership in PY14-15: 41</p><p>2014-2015 Industry Partnership Annual Report 2 J. Number of employers utilizing training in PY14-15: 13</p><p>K. Percentage of IP training devoted to consortium-based training in PY14-15: 89%</p><p>L. Non-state funding: Please list all outside sources of leveraged and pooled funding and approximate dollar amounts that helped to support the activities of your Industry Partnership in 2014-2015 program year. In addition, please list what activities the dollars helped to support and what (if any) funding level you feel this financial resource will be able to provide in the coming year. (All Taft-Hartley, non-profit, foundation, and economic development funding must be listed here. Federal grants must be listed in the next section.) </p><p>Outside Funding Funding Amount Activities Supported Predicted Funding in 15- Source 16 Companies receiving Not pooled amounts WEDnet eligible training Contingent on company WEDnet funds eligibility and available funding.</p><p>M. Federal grants: Please list all federal grants (competitive, planning, etc.) and approximate dollar amounts that helped to support the activities of your Industry Partnership in the 2014-2015 program year. In addition, please list what activities the dollars helped to support and what (if any) funding level you feel this financial resource will be able to provide in the coming year. </p><p>Federal Funding Funding Amount Activities Supported Predicted Funding in 15- Source 16 U.S. Department of $70,000 Pipeline development: $0 [Grant ended June 2015.] Education High School LVWIB Workforce Graduation Initiative Coordinator housed in Allentown School District who connects IP employers to youth career awareness activities. TAACCCT JobTrakPA Not pooled amounts Lehigh Carbon Community Contingent on funding Community College Grant, College and Northampton availability. including TAACCCT Round 4 Community College grant JobTrakPA representatives connect IP employers and job seekers with JobTrakPA resources</p><p>INCUMBENT WORKER TRAINING</p><p>In your partnership proposal, the following training plan was submitted and approved:</p><p>Total # of Cost per Participa Outcomes Name of Training nts (credentials, certifications, wage gains, Training (Projected (Projecte promotions, etc.) ) d) 2014-2015 Industry Partnership Annual Report 3 Impact on employers and workers: Main Training certificate/credential attainment; increased current Category and potential wage gain rates; increased current and Supervisory, potential career advancement/ promotion 90 $34,650 Leadership and opportunities; enhanced retention; increased Management productivity/ profitability; increased competitiveness; Training lower vacancy rates. Effectiveness of partnership increased. Impact on employers and workers: Main Training Certificate/credential attainment; increased current Category and potential wage gain rates; increased current and potential career advancement/ promotion Occupational Skills 55 $30,250 Training opportunities; enhanced retention; increased productivity/profitability; increased competitiveness; lower job vacancy rates; improved safety rates. Effectiveness of partnership increased. Impact on employers and workers: Main Training certificate/credential attainment; increased current Category and potential wage gain rates; increased current and Information potential career advancement/ promotion Technology, 15 $6,750 opportunities; enhanced retention; increased Process/Quality productivity/profitability; increased competitiveness; Improvement lower job vacancy rates; improved safety rates. training Effectiveness of partnership increased. Impact on employers and workers: certificate/credential attainment; increased current Main Training and potential wage gain rates; increased current and Category potential career advancement/ promotions; enhanced 10 $2,500 Communication/ retention; increased productivity/profitability; Customer Service increased competitiveness; lower vacancy rates; training improved safety rates. Effectiveness of partnership increased. Impact on employers and workers: increase pipeline of qualified Manufacturing-related workers; Main Training certificate/credential attainment; increased current Category and potential wage gain rates; increased current and 10 $4,000 Career Pathways/ potential career advancement/ promotions; enhanced Awareness training retention; increased productivity/profitability; increased competitiveness; lower vacancy rates. Effectiveness of partnership increased. Enter Enter avg. total # $$</p><p>180 $78,150</p><p>Now that training has concluded, please complete the chart below with actual data from your partnership for PY14-15.</p><p>Total # of Total Cost Outcomes Name of Participant per (specify by name each credential and Training s Training certification, must include the percentage of wage (Final) (Final) gains) Supervisory, 173 Total cost of Certificates of Completion Leadership and training to Continuing Education Credits (CEUs) Management grant: Management Certificates Training $36,508 Overall 94% reporting wage gain 2014-2015 Industry Partnership Annual Report 4 Average cost per trainee: $211 Overall 100% reporting potential future wage gain</p><p>Total cost of training to grant: $26,321 Certificates of Completion Continuing Education Credits (CEUs) Average cost Occupational per trainee: Overall 24% reporting wage gain Skills Training 45 $585 Overall 100% reporting potential future wage gain</p><p>Total cost of training to grant: Information $8,321 Technology, Certificates of Completion Process/Quality Average cost Improvement per trainee: Overall 0% reporting wage gain Training 17 $489 Overall 42% reporting potential future wage gain</p><p>Total cost of training to grant: $0 Communication/ Average cost Customer Service per trainee: Funds not expended during this fiscal year in this Training 0 $0 category.</p><p>Total cost of training to grant: $7,000 Certificates of Completion Career Pathways/ Average cost Awareness per trainee: Overall 0% reporting wage gain training 7 $1,000 Overall 100% reporting potential future wage gain</p><p>Enter total Enter total # $$ $78,150 242 grant dollars expended (Total average cost per trainee: $323)</p><p>Did the partnership have approved changes to the training plan during PY14-15? No</p><p>If yes, please provide a detailed explanation for these changes. N/A</p><p>In the section below, please list the top 5 most requested trainings that you plan to provide in the upcoming program year (2015-2016). List the name of the training, the type of the training, the projected number of participants to be trained, and the rationale for offering that specific training within your</p><p>2014-2015 Industry Partnership Annual Report 5 partnership and/or region. Rationale should not be just “employer demand,” an in depth response as to why employers in your partnership need this training is required.</p><p>Projected Name of Type of Number of Rationale for Offering this Training Training Training Participants Year-end employer survey results show that Supervisory, Leadership and Management Skills training were noted as top ranked needs for the upcoming 2015-2016 fiscal year, with 59% ranking Leadership, 50% ranking Supervisory, 50% ranking Management, as well 23% ranking Project Management. Environmental scanning Leadership conducted at each meeting describes these Education trainings as a continued need since employers training, require higher level training to develop their Supervisory workforce with management and leadership Skills, skills. These skills increase business Management effectiveness, maintain profitability, increase Supervisory Certificate, workforce productivity and address workforce training including Project development and succession planning issues. Leadership, Management Healthcare organizations continue to become Management, and other leaner and employers continue to state that they and related related must push leadership skills to front-line workers, training for high training as in order to create a pipeline of workers with these priority directed by critical competencies and develop workers who occupations employers 110 are self-managing and self-directing.</p><p>Survey data ranks Occupational training as the second highest need for the upcoming year, with 36% ranking Community Health Worker, 27% for Community EMT/Paramedic training, 27% for Dementia Health training, 27% for Home Health Aide training, 23% Worker, for Long Term/Personal Care, 18% for Medical Dementia, Coding and Billing, followed by other needs in EMT/Paramedi Clinical Laboratory training. Environmental c, Long Term scanning identifies occupational training as an Care, Personal ongoing need since employers require Higher level Care, Medical occupational training to develop their workforce occupational Coding/Billing, with advanced technical skills which increases healthcare Pathology/ business effectiveness, maintains profitability, training for high Laboratory, increases workforce productivity and improves priority Home Health regulatory, safety and compliance rates for occupations Aide 50 businesses.</p><p>Communication, Communicatio Survey data ranks Communication, Customer Customer ns skills Service, Teamwork and Coaching as the third Service, training, highest need for the upcoming year, with 59% Teamwork, Customer ranking Teamwork/Coaching/ Employee Relations Coaching for high Service, and 45% for ranking Communication/ Customer priority Teamwork, Service skills training. Employers continue to occupations Coaching and need a workforce with these skills to improve Employee communication and service with both internal Relations and external customers which improves skills training productivity, teamwork, employee satisfaction, as directed by patient safety rates, efficiency and 2014-2015 Industry Partnership Annual Report 6 competitiveness. This training also reduces vacancy rates and improves retention and employers 10 employee satisfaction.</p><p>Survey data ranks Career Pathways/Awareness/Pipeline training as the fourth highest need for the upcoming year, with 36% ranking Technical Partner/Certified Nurse Technical Aide training, 27% for Nursing Assistant training, Partner 18% for Medical Assistant training, and 14% for training, career pathways/internships/pipeline training. Nursing This training facilitates career advancement Assistants/Aid along healthcare career pathways and improves es, Certified the worker pipeline in critical skills gap Nurse Aides, occupations such as Technical Partners, Nursing Medical Assistants, Certified Nurse Aides and related Assistant, occupations. Emphasis on career pathways in Pipeline and healthcare also facilitates workforce development Career and succession planning, resulting in greater Career Pathways/ Awareness efficiencies, productivity, profitability, Awareness/ training as competitiveness, higher safety and compliance Pipeline/Internshi directed by rates, employee retention, and lower vacancy ps employers 10 rates.</p><p>Survey data ranks Process and Quality Improvement/Health Information Technology training as the fifth highest need for the upcoming year, with 41% ranking Six Sigma/Process Improvement/Lean training, 23% ranking for Health Information Technology/Management (HIT/M) training, and 23% for Safety and Quality Assurance training. Several healthcare providers are implementing new information systems and the Affordable Care Act continues to impact healthcare employers; therefore, a higher skilled workforce in HIT/M areas is required. Employers also requested Process Improvement, Six Sigma and Lean Six related training to develop skills to maintain Sigma/Proces accelerated business cycles, and meet s technology changes. They continue to need to Improvement, develop a workforce pipeline from management Health to front-line workers with process and quality Information improvement and technical skills to increase Technology/ business effectiveness, profitability and Process and Management, productivity, as well as improve regulatory, Quality Safety/ safety and compliance rates, and address the Improvement, Hazardous growing need for rapid cycle experimentation and Health Materials/Qual process improvement implementation. Safety, Information ity, hazardous materials and quality training helps Technology Compliance employers meet stringent healthcare regulations Training for high training as and increase safety rates leading increased priority directed by business effectiveness, productivity, profitability occupations employers 15 and competitiveness.</p><p>Enter total #</p><p>195</p><p>2014-2015 Industry Partnership Annual Report 7 MEASURING IMPACT</p><p>In order to make sure they are meeting their goals, Industry Partnerships need to measure the success that their activities are having for the employers and employees in their partnership.</p><p>4 What has been the overall impact of the partnership on workers? For the fiscal year 2014-2015, the Lehigh Valley Healthcare Industry Partnership’s impact on workers, as reported by employers providing data, has resulted in: 72% reporting overall wage gains, 29% reporting worker retention post training, 100% reporting overall skill enhancements, 20% reporting overall current career advancement, and 95% reporting lower vacancy rates. Furthermore, employers estimated 96% potential future wage increase and 95% potential future career advancement.</p><p>5 What has been the overall impact of the partnership on employers? For the fiscal year 2014-2015 fiscal year, the overall impact of Lehigh Valley Healthcare Industry Partnership training and activities on employers, as reported, has resulted in a 4.7 out of 5 overall Industry Partnership satisfaction rate, 32% reporting productivity increases, 81% reporting profitability, 25% reporting cost savings, 95% reporting increased competitiveness, and 23% reporting an increase in safety rates. </p><p>6 How do you prioritize employer and worker needs? As with previous years, employer and worker needs are determined on an ongoing basis at each Healthcare Industry Partnership meeting during the Environmental Scanning session during which employers identify workforce and training needs, industry trends, expansions, best practices, and economic trends. An annual on-line survey is distributed to all employers to identify current and projected employer/workforce needs. Along with primary data, secondary industry and labor market data is discussed at each IP meeting and made available to all IP members in order to align resources with employer and overall Healthcare industry sector needs. </p><p>7 What is the process for determining the most suitable training provider? The process for determining the most suitable training provider continues to be employer-driven based on private sector demands for industry-driven curriculum, credentials and certifications aligned to the Healthcare Industry Partnership Training Plan and high priority occupations. Facilitating this process, education and training providers are active partnership members and, in turn, communicate training opportunities aligned with the training plan and employer demands. </p><p>8 Did your IP identify additional resources to support a pipeline initiative? If yes, please explain in detail. LVWIB identifies and leverages other workforce system resources and staff to support pipeline initiatives, such as our Youth CareerFORCE Program Manager and Youth Workforce Coordinators who actively participate in IP meetings, thereby allowing LVWIB to strategically and seamlessly connect IP members to Youth CareerFORCE activities. Additionally, JobTrakPA community college representatives are active participants in the IP who link JobTrakPA skilled workers in the manufacturing pipeline with employers.</p><p>9 How do you track and increase employer investment? LVWIB tracks employer investment in the workforce system by tracking employer in-kind contributions of paid salary release time, cash match and other contributions as appropriate. Employer investment and involvement in the workforce system tracked and measured with their involvement in the PA CareerLink® Lehigh Valley workforce system by requiring employers who apply for worker training funds to be connected to LVWIB initiatives and the PA CareerLink® Lehigh Valley such as their active involvement in LVWIB employer roundtables and summits, strategic </p><p>2014-2015 Industry Partnership Annual Report 8 planning, gap analyses, JobGateway® job postings, and/or using On-the-Job Training funds. Employers are also actively involved in Youth CareerFORCE activities such as facility tours, job shadows, CareerLinking Academies, work experiences, mentoring, employer panels, to name a few.</p><p>10 How do you track and increase employer engagement? To facilitate a streamlined and integrated workforce system for employers, the LVWIB Director of Business Development manages the Industry Partnerships. Employer engagement is tracked with internal databases noting how businesses are connected to the PA CareerLink® Lehigh Valley workforce system, including their participation in youth CareerFORCE activities and involvement in LVWIB initiatives such as roundtables, job fairs, event, committees, strategic planning, in addition to educating and informing legislators and policymakers on workforce issues.</p><p>2014-2015 Industry Partnership Annual Report 9 PARTNERSHIP ADMINISTRATION</p><p>How did you collaborate with outside entities and leverage outside resources? The Lehigh Valley Healthcare Industry Partnership continues to collaborate with outside entities and leverages outside resources by: 1. Continued collaboration with other funding sources such as WEDnet PA and special grants as available. 2. Collaboration with the Lehigh Valley Economic Development Corporation to engage employers and educational entities in development of a Lehigh Valley Workforce and Economic Development Strategic Plan, which resulted in recommendations to bridge workforce and education supply/demand gaps. 3. Leveraging the U.S. Department of Education High School Graduation Initiative Grant resources by having Youth Workforce Coordinators actively involved in Lehigh Valley Industry Partnerships. 4. Continuing to leverage the TAACCCT/JobTrakPA efforts with regional community colleges in order to increase the pipeline of qualified workers in the Healthcare Industry. 5. Leveraging workforce, education and community efforts to develop and operationalize Healthcare Career Pathways to meet the demands for critical healthcare occupations. </p><p>What indicators does the partnership currently measure in order to determine impact on stakeholders, businesses, workers, and the local economy? </p><p>The Lehigh Valley Healthcare Industry Partnership continues to measure success through: (1) ongoing analysis and measurement of job and labor market data to determine the regional economic impact, market health and trends of the Healthcare Industry; (2) environmental scanning with employers during each IP meeting to validate labor market data, and identify emerging Healthcare sector needs and industry trends; (3) skills gaps surveys; (4) data gathered on Industry Partnership training applications including wage gains, promotion/advancement, skill enhancement, productivity/profitability/competiveness increases, cost savings, safety improvement and lower vacancy and enhanced retention rates; and, (5) on-line survey evaluation conducted each year-end to determine the impact and value of the partnership on employers and workers, evaluate partnership effectiveness, identify future training needs, and obtain feedback on enhancing the work of the partnership. </p><p>How does the partnership collect participant promotion and wage gain information? Participant promotion and wage gain information is gathered when employers submit their applications for worker training reimbursement. This data is re-validated at fiscal year-end and updates are made accordingly.</p><p>How long does it take to obtain participant promotion and wage gain information? Participant promotion and wage gain information is initially gathered at the time of application throughout the fiscal year and this data is verified at the end of the year. Employers state that training supported by the Lehigh Valley Healthcare Industry Partnership assists in the professional development of their workforce and a wage gain or direct promotion/advancement may or may not be immediate outcomes of the training. Businesses also note that wage gains may be determined annually at hire date anniversaries or at fiscal year-end. In general, employers have stated that the training develops a more skilled workforce which leads to improved productivity, efficiencies, profitability and higher safety rates, lower vacancy rates, to name a few.</p><p>How do you monitor and determine in-kind contributions from employers? In-kind contributions of paid salary release time match are monitored and tracked on an ongoing basis through an internal database and are a required component of the employer application and agreement documentation process.</p><p>What percentage of employer partners utilize IP training funds? The percentage of employers who use IP training funds averages 31%. As shown in current survey data, the highly- valued elements of the partnership are ranked as followed: 91% responses show a value in networking with industry peers and connecting with education and training providers, 91% responses show a value in training resources, job </p><p>2014-2015 Industry Partnership Annual Report 10 and labor market data provided by the PA Center for Workforce Information and Analysis, Lehigh Valley Outlook and Snapshots, as well as industry reports. Other ranked responses include: 87% responses show a value in subject matter experts and speakers, followed by identifying high priority occupations, connections to PA CareerLink® Lehigh Valley workforce services, touring the host facilities, legislative updates, internships/career pathways/youth career awareness, to name a few.</p><p>Are all employers required to provide a cash contribution or just those that participate in training? Employers participating in training are required to provide a 25% cash contribution to the cost of training.</p><p>Are all employers required to provide in-kind contributions or just those that participate in training? Employers participating in training are required to provide in-kind contributions of paid salary release time or contributions equal to 75% of the training cost. Additionally, employers contribute facility space and/or use of equipment to consortium-based training, thereby leveraging in-kind contributions. Employers host all Healthcare Industry Partnership meetings to showcase their facilities to IP members, resulting in the donation of host employers’ staff time and meeting space. </p><p>CONTINUOUS IMPROVEMENT</p><p>What does the partnership feel has been their greatest accomplishment over the past year? As the healthcare industry continues to experience dynamic changes, impacted by the Affordable Care Act and a trend toward home care and community health workers, an accomplishment of the Lehigh Valley Healthcare Industry Partnership is the continued engagement of healthcare employers into this consortium. The partnership is comprised of a wide range of healthcare employers—including hospitals, long term care, assisted living, allied health, blood and eye banks, pre-hospital/ambulance corps and more--as well as education and training providers, county health officials, healthcare associations, PA CareerLink® Lehigh Valley staff, Office of Vocational Rehabilitation, LVWIB Youth CareerFORCE staff, economic development representatives, the Greater Lehigh Valley Chamber of Commerce, Society for Human Resource Management/Lehigh Valley Chapter, SkillsUSA Council, and at times, state and federal legislative staff. Our partnership continues as a best practice and believes that the strength of the Lehigh Valley Healthcare Industry Partnership is founded on its healthcare provider continuum that convenes to identify current and future workforce needs. </p><p>What does the partnership feel were their greatest challenges and why? As with previous years, the challenge remains the recruitment of employers to continuously grow the Lehigh Valley Healthcare Industry Partnership. Changes in the healthcare industry, from impacts of the Affordable Care Act to the trend toward providing more healthcare services in the home setting and further emergence of community health workers, will continue to impact the healthcare industry. Employers maintain that healthcare is continuing its transitional phase including changing demands on traditional healthcare occupations such as RNs and LPNs and occupations involved in the acute care arena. </p><p>Has your partnership discussed possible solutions to these challenges? If so, what are the partnership’s proposed strategies for overcoming these challenges next year? If not, please</p><p>2014-2015 Industry Partnership Annual Report 11 explain your strategy for discussing challenges and coming to a consensus on possible solutions with partnership members. The partnership continues to be strengthened through the Industry Partnership’s seamless integration with the Lehigh Valley Workforce Investment Board, Inc. Director of Business Development and PA CareerLink® Lehigh Valley Employer Services team, and effective connections with employer groups such as the Greater Lehigh Valley Chamber of Commerce, the Society for Human Resource Management/Lehigh Valley Chapter and other professional organizations to recruit and engage employers. Industry Partnership communication and recruitment through these organizations include personal contact, networking, webinars, email blasts, electronic, print media and social networking through Linkedin, Facebook and Twitter.</p><p>In your opinion, how effective has the PA WIB been in administering the IP grants? PA WIB has been effective in providing assistance in the ongoing administration of the grants. As mentioned in previous years, employers have stated that the uncertainty of IP funding from year to year impacts the overall effectiveness of the IP program; however, they place a high value on IP funds in order to develop and improve their workforce, resulting in higher productivity and profitability. </p><p>What changes could be made at the state level to improve IPs? We continue to suggest that the state implement multi-year funding appropriations for Industry Partnerships to ensure IP continuity, improve business engagement and provide an opportunity for longer-term training opportunities which may result in even greater workforce outcomes.</p><p>2014-2015 Industry Partnership Annual Report 12 ATTACHMENT 1: TRAINING PLAN INFORMATION </p><p>In order to make sure you are meeting the goals set forth in the approved submitted training plan, please complete the form below for EACH training offered through your partnership during the program year.</p><p>A. Name of B. Employers and C D E. F. G. G.a. H. # I. # and J. Training Organizations . . Overall # # Certifi Promo % Add’l Names # # Training Cr C cate tions Wage Outc (Small, Medium, o C Cost ed ert Name Gain omes Large) f o en ific : Tr P m tia at # ai a p ls es Pote ni rt l ntial ng i e Prom Pl c t otion an i e s / Ca p r # te a s Pote go n ntial ry t Wag s e Gain</p><p>St. Luke’s-L Su [Others such as: pe AHEC-S rvi Catholic Senior-L so Coordinated Health-L ry/ Easton Emergency-S Le Fellowship Comm.-L ad HCSC Blood Center-L er Leadership Right At Home-S shi Education Sacred Heart-L] 163 163 $27,090.00 N/A 163 CEUs 20 163 / 100% 163/163 p/ M an Fellowship Comm.-L ag HCSC Blood Center-L e Health Network Labs-L m [Others such as: en Management Manufacturing IP t Certificate employers] 10 10 $9,418.00 N/A 10 * 9 0 / 0% 9 / 10 Cetronia Ambulance-M Easton EMS-S Macungie AC-S Nazareth AC-S EMT/ Northampton EMS-S Paramedic Suburban EMS-M 12 12 $15,937.00 12 N/A N/A 11 11/ 92% 12 / 12 Oc Morningstar-L cu Catholic Senior-L pa [Others such as: tio Diakon-L na Senior Solutions-M l Dementia St. Luke’s-L] 26 26 $6,950.25 N/A 26 * 3 0 / 0% 26 / 26 Catholic Senior-L [Others such as: Luther Crest-L Personal Care Phoebe Home-L] 5 5 $2,362.50 N/A 5 * 5 0 / 0% 5 / 5 0 / 0% Medical Coding Catholic Senior-L 2 2 $1,071.00 N/A 2 * 0 2 / 2 IT/ Health Pr Information 0 / 0% oc Technology Health Network Labs-L 2 2 $3,233.25 N/A 2 * 0 1 / 1 es s/ Process 0 / 0% Pr Improvement Cetronia Ambulance-M 5 5 $1,638.00 N/A 5 * 1 5 / 5 od uc tivi ty/ Q HCSC Blood Center-L ua Six Sigma [Others: 0 / 0% lity Training Sacred Heart-L] 10 10 $3,450.00 N/A 10 * 0 0 / 0</p><p>2014-2015 Industry Partnership Annual Report 13 Ca re er Pa th wa ys Technical Lehigh Valley Health 0 / 0% Partner Network-L 7 7 $7,000.00 N/A 7 * 0 7 / 7 *Certificate of completion by training TOTALS 242 242 $78,150.00 provider.</p><p>2014-2015 Industry Partnership Annual Report 14</p>